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Understanding the Gender Wage Gap in Bulgaria

Gender Wage Gap in BulgariaBulgaria has made notable progress in improving conditions for women, including higher employment and workforce participation rates. However, gender inequality remains a widespread issue. The 2023 Gender Equality Index indicates that Bulgaria still ranks below the EU average, despite an increase by 4.4 points since 2020.

The gender wage gap in Bulgaria serves as a key indicator of progress in economic and social gender equality. For every euro men make per hour, women earn 86 cents. By closing the gap, the risk of poverty amongst women and vulnerable groups can be significantly reduced.

The Gender Wage Gap in Bulgaria 

The gender wage gap reflects the difference between the average hourly earnings of men and women. According to the European Commission, the gender wage gap in Bulgaria currently ranks 2% below the EU average of 16.2%, placing the gap at 14%.

A study that the Zangador Research Institute conducted reveals that the health care, finance and insurance sectors have the largest pay disparities. Women were found to earn more than men in just two fields: construction and support and administrative services.

Understanding the Gap

There are many underlying reasons that explain the gender wage gap in Bulgaria. Understanding the factors behind pay disparities helps highlight the specific challenges women face in the workplace. 

  • A Divisive Labor Market: Men and women tend to cluster in different trades, creating pay disparities, sectoral segregation and career barriers. Fields like teaching and sales, which employ a larger share of women, typically offer lower wages. Comparable sectors that require similar levels of experience and education often pay more.
  • Men Typically Dominate Leadership Roles: Men more frequently receive promotions, leading to faster career advancement and higher earnings. However, more women have entered managerial roles in Bulgaria. In 2014, women led one inf four firms; by 2019, that figure rose to one in three. Despite this growth, a 2022 World Values Survey found that one-third of Bulgarians still believe men make better executives than women.
  • The “Dual Burden”: Women carry out more unpaid labor, including childcare, housework and caregiving. These responsibilities often reduce their working hours. In Bulgaria, nearly three-quarters of women perform household duties daily, compared to just one-tenth of men.

Poverty Amongst Women in Bulgaria

Financial improvements in Bulgaria across 2006 to 2014 doubled the standard monthly wage for men and women. However, data from the Gender Equality Index in 2019 indicates 24% of women and 20% of men are still at risk of poverty. Single women faced the highest risk at 52%, followed by disabled women at 39%.

Reducing the gender wage gap in Bulgaria lowers the risk of poverty amongst women and helps create greater equality in the workforce. To secure economic empowerment for women in Bulgaria, policymakers must address the gender wage gap by establishing equality in the labor market.

What the Future Holds

Since joining the EU, Bulgaria has seen improved living standards, though income disparities persist. The 2021-2030 National Strategy for Promoting Gender Equality outlines concrete legal and policy measures to support disadvantaged groups. The Bulgarian government approved this strategy in 2020 and continues to lead efforts to eliminate gender inequality and social exclusion.

The program aims to establish equality between men and women in the workplace, reduce the gender wage gap and promote women’s economic independence. In 2021, the government upgraded the employment policy framework to strengthen women’s economic empowerment and increase their participation in the workforce.

The Ministry of Labor and Social Policy aims to implement key objectives of the Employment Priority Strategy. Policymakers will encourage employers to create jobs for disadvantaged groups, thereby increasing the participation of women from vulnerable communities. These measures directly support the core aims of Bulgaria’s National Development Program, specifically Objective 1: Eradication of poverty and Objective 5: Achieving Gender Equality and Empowerment of All Women and Girls.

Additionally, the EU Pay Transparency Directive will require employers to monitor and report gender pay statistics. Starting in June 2027, companies with 150 or more employees must submit annual reports using the prior year’s data. Businesses with 150-249 employees will report every three years, while those with more than 250 will report annually.

Looking Ahead

Ongoing policy initiatives signal a promising path towards narrowing the gender wage gap and advancing economic equality for women in Bulgaria. By actively addressing pay disparities, policymakers can reduce the risk of poverty amongst women and create more equitable economic opportunities across Bulgarian society.

– Beatrice Punt

Beatrice is based in Manchester, UK and focuses on Business and New Markets for The Borgen Project.

Photo: Wikimedia Commons

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Addressing the Gender Wage Gap in Papua New Guinea

Gender Wage Gap in Papua New GuineaPapua New Guinea is a developing country located in southwest Oceania. In 2021, U.N. Women reported the island country’s designation as a “lower middle-income country,” amassing a gross national per capita income of $2,386. Based on U.N. Women’s study, statistics show that Papua New Guinea’s income poverty sits at 28%, with 90% of those most affected living in rural environments. To complicate this further, rural women and children are among the most vulnerable under these conditions, facing many challenges to live healthy lives sustainably. Here is information about the gender wage gap in Papua New Guinea.

About the Gender Wage Gap

History has repeatedly indicated a significant disparity in power and economic allocations between women and men. In a society where men dominate the public sphere of influence, women are often disenfranchised. Due to this inequality, women are often short-sighted across sectors with limited access to power, resources, rights and wealth. A precedent of unequal pay for women in the labor market, known as the gender wage gap, often perpetuates this disparity.

The Organization for Economic Cooperation and Development (OECD) defines the gender wage gap as “the difference between the median earnings of men and of women relative to the earnings of men.”

The Gender Wage Gap in Papua New Guinea

In March 2025, the World Bank (WBG) published research showing significant increases in gender equality across landscapes in Papua New Guinea. However, research still shows gaps in employment along gendered lines. In its study, it found the following information:

  • In 2023, the value of waged and salaried female workers amounted to 15.6, more than a 10% increase from the previously recorded value.
  • Hourly earnings gaps are evident between female and male workers. Reporting a median hourly wage gap of 31.5% across all workers, irrespective of employment status, and 13.3% across wage workers. In addition to this, the mean hourly wage gap is 30.8% across all workers, irrespective of employment status and 16.3% across wage workers.
  • In Papua New Guinea, 81.9% of women are vulnerably employed (those who are self-employed and have lower labor incomes and low job security), with the remaining female population making up employers and wage and salaried workers. However, in comparison to this statistic, their male counterparts comprise 68.5% of vulnerable employment, with the remaining 27.3% fulfilling roles as employers and wage and salaried workers.

Steps in Achieving Gender Equality Globally

In the face of these wage and economic inequalities, various efforts are occurring to address these disparities. In 2024, the World Bank Group launched an initiative to accelerate gender equality, end poverty and cultivate a more livable planet. This conceptual framework will be implemented from 2024 until 20230 across the world. Its objectives include:

  • Ending gender based violence and elevating human capital
  • Expanding and enabling economic opportunities
  • Engaging women as leaders

Project Implementation in Papua New Guinea

Under the WBG’s program, selected countries like Papua New Guinea expressed a vested interest in prioritizing gender equality through various programs and reforms. The World Bank Group has outlined the following approaches.

  • The WBG is aiming to remove “barriers to women’s economic inclusion.”
  • It is prioritizing gender equality and emphasizing women’s participation in the labor force.
  • The WBG is also integrating gender analysis into the “country’s analytics to inform policy dialogue.”

This initiative leverages collective action in the interest of cultivating a world and future committed to nondiscrimination, inclusion and equality of opportunity. Furthermore, economic opportunities will experience expansion through meaningful and transformative impact. By working closely with nations through a country-engagement model, strategies to implement change through innovative financing and policy reforms will enable the advancement of public resources, support and equality for people regardless of their gender identity.

– McKenzie Rentie

McKenzie is based in Dallas, TX, USA and focuses on Celebs and Politics for The Borgen Project.

Photo: Pexels

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Gender Wage Gap in Nicaragua Ranks 6th Narrowest Globally

gender gap nicaraguaIn the 2024 Global Gender Gap Report, Nicaragua ranked sixth in narrowing gender gaps nationally–the only country in the Americas to rank in the top 10. Narrowing the gender gap entails eradicating the difference in outcomes for and opportunities offered to men and women, which fits into SDG 5. The gender wage gap is a specific manifestation of gender inequality. This gap encompasses the difference between men’s and women’s median financial earnings. While this statistic represents income generally, the issue of women receiving lower wages than men for the same job adds to this difference.

Through a variety of efforts, Nicaragua has decreased its gender wage gap by 80% since 2006. Decades-old initiatives such as the Nicaraguan Women’s Institute have set the stage for Nicaragua’s record levels of gender equality today, and more recent programs such as Better Work are doing on-the-ground work to fight for equal pay.

Nicaraguan Women’s Institute

The Nicaraguan government created the Nicaraguan Women’s Institute in 1987 as a body for spearheading gender equality policies. These policies influence areas of female inequality from domestic abuse to labor. The Women’s Institute targets Nicaraguan institutions, providing strategies that will sustainably enact gender equality over time.

While the institute implemented many of its programs some time ago, the foundation it laid has allowed Nicaragua to reach its impressively narrow gender wage gap today.  Many of its programs have targeted a wide range of areas in a woman’s life beyond wages, including health and education. These strategies, such as the National Program of Gender Equity, may have helped women gain access to employment, decreasing the gender wage gap.

Better Work

Better Work is an initiative that increases factories’ compliance with labor standards from the International Labor Organization (ILO). This program is a joint initiative from the ILO and the International Finance Corporation (IFC).

Better Work examines a factory’s labor conditions and shares its findings with major companies. Since many of today’s companies prefer to work with ethical factories for reputational issues, noncompliance with ILO standards is penalized.

Gender equality is a core element of Better Work’s approach. Better Work uses training and advisory services to help factories adhere to ILO standards, with gender equality strategies fully integrated into these efforts. Complying with gender equality, such as wage equality, is therefore incorporated into complying with ILO labor standards.

Since its establishment in Nicaragua in 2010, Better Work has worked with 32 Nicaraguan factories, 20 brands, and more than 45,000 workers. The initiative specifically targets the gender wage gap by fighting for shorter hours and higher wages for women to match those made by men. Industry labor accounts for almost a fifth of employment in Nicaragua, meaning Better Work’s efforts can reach a significant portion of the population.

Gender Wage Gap in Nicaragua: Going Forward

The Nicaraguan Women’s Institute and Better Work can be expected to continue to make a positive impact on Nicaragua’s gender wage gap. Nicaragua still has a way to go until it reaches gender equality in the workforce, with a female employment rate of 54.9% and a male employment rate of 75.9% in 2024.

Yet, the Women’s Institute’s institutional change strategy and Better Work’s advisory and incentive-based approach have already helped Nicaragua to decrease its gender wage gap by 80% since 2006, showcasing their effectiveness.

– Madison Fetch

Madison is based in Glasgow, Scotland and focuses on Business and Politics for The Borgen Project.

Photo: Flickr

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Addressing the Gender Wage Gap in Saint Lucia 

Gender Wage Gap in Saint LuciaWage disparities between men and women are a significant issue globally, and the gender wage gap in Saint Lucia is no exception. Despite some progress, women on the island still earn less than men for performing the same work. Factors such as restrictive societal norms and domestic responsibilities heavily contribute to this gap. Efforts are advancing to improve these conditions, but Saint Lucia still has a long way to go before achieving wage equality.

Gender Wage Gap in Saint Lucia

The gender wage gap in Saint Lucia reflects broader inequalities within the job market. Women make up 62.9% of the labor force, significantly trailing men at 75.6%. This disparity does not result from a lack of motivation or capability, but is largely due to the weight of unpaid domestic work carried by women. These societal expectations limit women’s full participation in the workforce, reducing their economic independence and contributing to poverty.

Also, the insufficient accommodations and resources available to support mothers balancing family responsibilities play a significant role in the high poverty rates among women in Saint Lucia. Because women frequently occupy lower-paying jobs, they have less access to the social protections that often receive funding from insurance and social security contributions, which puts them at a further disadvantage compared to their male counterparts.

Power of Education

According to UN Women, women in Saint Lucia earn approximately 10% less than men. However, data from the Saint Lucia Central Statistical Office shows that higher levels of education correlate with a smaller wage gap. This demonstrates the importance of access to quality education in empowering women and enhancing their earning potential. Investments in education are key to addressing the gender wage gap in Saint Lucia and alleviating poverty.

However, Saint Lucia has made meaningful strides in empowering women and promoting educational opportunities that play a crucial role in advancing gender equity among the workplace. Ongoing commitment to these initiatives remains important for further closing the income divide and building a society that thrives on principles of equality and fairness.

Time for Change

One promising initiative tackling the gender wage gap in Saint Lucia is the Renewable Energy Sector Development Project, launched by the World Bank. This clean energy initiative prioritizes gender inclusion by awarding scholarships to women in engineering fields. Since its start in July 2022, the program has awarded 17 scholarships to women pursuing degrees in electrical and mechanical engineering, fields historically dominated by men. This program offers a path for women to access higher-paying, high-demand jobs in the STEM field, thereby helping reduce the gender wage gap in Saint Lucia.

Recently in Saint Lucia, young ladies gathered with female leaders to discuss women’s empowerment and networking. The Department of Gender Affairs organized the event in partnership with the UN Women Multi-Country Office through the Build Back Equal Programme. The stories that these leaders shared inspired the girls, showing them that individuals like themselves can thrive despite facing institutional barriers. This event marked the beginning of more opportunities for young women to gain knowledge and feel empowered in their professional journeys.

The milestones achieved through initiatives like the Renewable Energy Sector Development Project and the Build Back Equal Programme are very meaningful. By actively creating spaces for women to enter and thrive in traditionally male-dominated fields, these programs help close the gender pay gap and also lay the groundwork for stronger economic development across Saint Lucia.

Looking Ahead

Despite the country’s small population of under 180,000, Saint Lucia is making bold strides toward gender equity. Such progress deserves greater recognition. Highlighting these efforts brings much-needed attention to the power of investing in women. When women gain access to quality education, professional mentorship and high-paying careers, the benefits extend outward; strengthening families, communities and the nation as a whole. Empowering women is not only a matter of fairness; it is a bridge for a more resilient society.

– Knia Parks

Knia is based in Pepper Pike, OH, USA and focuses on Good News and Politics for The Borgen Project.

Photo: Flickr

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Dismantling Gender Wage Gap in Zimbabwe

Gender Wage Gap in ZimbabweThe gender wage gap in Zimbabwe has had a detrimental impact on women, limiting their economic independence, reinforcing social inequalities and hindering national progress. Although women make up 59.7% of the labor force population, they continue to earn significantly less than their counterparts. This persistent imbalance perpetuates an unstable patriarchal society and denies women full participation in economic growth.

Understanding the Gender Wage Gap

The gender wage gap refers to “the difference between median earnings of men and women relative to median earnings of men.” In Zimbabwe, factors such as unequal access to education influence this difference, with more than 8,000 girls dropping out more than boys. and limited job opportunities. For example, many women work in low-income domestic jobs and earn “less than $5.50 a day.” Even within the same industries as men, women tend to less pay for performing similar work. These statistics are only a partial reflection of what women go through on a day-to-day basis, making it imperative to address the root causes of this inequality.

Root Causes of the Gender Gap in Zimbabwe

  1. Cultural and Social Norms: Patriarchal attitudes significantly dominate many communities in Zimbabwe. Traditional gender roles often prioritize men as breadwinners, while women are expected to take on unpaid caregiving roles. For example, women carry an estimated 79% of the burden of water fetching responsibilities. These norms reduce women’s career prospects and hinder their advancement in the workplace.
  2. Education and Skills Gaps: While gender parity in basic education has improved, disparities persist at secondary and higher levels of education. More girls than boys drop out before completing secondary education, largely due to financial pressure and gendered expectations. Moreover, women are underrepresented. Furthermore, they face difficulties in accessing high-paying, male-dominated (71.21%) careers such as STEM (Science, Technology, Engineering, and Mathematics) fields. This is due to limited access to resources and the prevailing belief that women do not belong in the field.
  3. Discriminatory Work Practices: Lack of enforcement of equal pay laws and limited transparency around wages in Zimbabwe contribute to the gender wage gap and discrimination. Women are less likely to be promoted to leadership roles, even when they have the necessary qualifications and experience. Although Section 65 of the 2013 Constitution guarantees equal pay for equal work, enforcement remains weak. Without accountability, the gender wage gap in Zimbabwe continues to widen.
  4. Informal Employment: About 65% of Zimbabwean women work in the informal sector, where wages are often low, unpredictable and unregulated. These jobs usually do not provide social protections such as maternity leave, pensions and health care benefits. For example, only 12.7% of women receive their maternity benefits. Informal employment significantly contributes to the gender wage gap in Zimbabwe. It traps women in low-paying, insecure jobs with no progression.

Steps Towards Closing the Gender Gap in Zimbabwe

  1. Policy Reforms and Enforcement: Zimbabwe introduced the National Gender Payin 2013 and revised it in 2017. Section 65 of the Constitution states “equality in employment and equality of remuneration for similar work among men and women.” This policy aims to eliminate the gender disparities in economic opportunities, including pay, promotion and leadership opportunities. However, implementation remains inconsistent, and more work is necessary to ensure it applies to all. In the education sector, the revitalization of Zimbabwe’s education sector has led to the launch of programs to support female leadership and mentoring in STEM departments, helping more women pursue and succeed in technical careers.
  2. Empowering Women in Leadership: The Zimbabwe Gender Commission (ZGC), established in 2014, actively encourages women’s participation in politics, business and decision-making roles. The commission works to challenge stereotypes, promote women’s rights, empower women economically, raise public awareness and investigate gender-based discrimination. In its 2023 annual report, the ZGC highlighted a key achievement: it conducted targeted training workshops to equip women candidates with the skills and knowledge needed for effective political participation. As a result, 37 women were successfully elected to various political offices.
  3. Promoting Education for Girls: The Girls’ Education Accelerator, launched in collaboration with UNICEF and the Global Partnership for Education, helps girls in Zimbabwe overcome barriers like early marriage and financial hardship. It provides school supplies, menstrual hygiene products and scholarships. Since its implementation, thousands of girls have returned to school and progressed to higher levels of education. These investments equip girls for careers that challenge the traditional income divide.
  4. Support for Informal Workers: The launch of initiatives to provide protections, such as the Women’s Microfinance Bank in 2018, enables women to expand their businesses, move into formal employment and secure financial independence. The Bank provides low-interest loans to women in financial difficulties to empower them economically and socially. By 2021, more than 40,000 women had accessed financial services through the bank.
  5. Public Awareness Campaigns: Organizations like UN Women Zimbabwe and local NGOS run awareness campaigns to shift public attitudes on gender roles, such as releasing a booklet of Impact Stories to encourage support and collaboration. Campaigns focus on challenging stereotypes, promoting shared household responsibilities, creating inclusive economic growth and encouraging men to become allies in gender equality. These efforts aim to reshape cultural norms that sustain the gender wage gap in Zimbabwe.

Looking Ahead

The gender wage gap in Zimbabwe requires further addressing to eliminate it from all aspects of society. Ongoing initiatives and programs have provided hope and empowerment for women that the systemic barriers can be broken down. Empowering women benefits not only them but the nation as well, providing greater stability, prosperity and justice for all Zimbabweans.

– Blessing Nkama

Blessing is based in London, UK and focuses on Politics for The Borgen Project.

Photo: Flickr

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Fighting the Gender Wage Gap in Kosovo: Efforts and Initiatives 

Gender Wage Gap in KosovoThe gender wage gap reflects the difference in income between men and women, affecting productivity and economic growth. Kosovo has launched its national program for gender equality 2020-2024, intending to make gender disparity the focus of all the different strategies in the public and private sectors of society. One of the main pillars of the whole project is economic empowerment and social welfare. Together with the financial cooperation of international organizations, the country sets high expectations for the future role of Kosovar women in the labor market, potentially narrowing the gender wage gap affecting women’s development in Kosovo.

Impact on the Economy and General Income

The gender wage gap is a clear representation of the gender inequality that exists in every country, even if it looks different in each one. A study by the Regional Cooperation Council based on data from the Millennium Challenge Corporation (MCC) revealed that women in Kosovo earn 74 (USD 0.84) cents for every 1€ (USD 1.13) men earn. The largest gap appears in sectors such as mining and quarrying, where women earn 27 cents (USD 0.3) per 1€, and the only sector where women earn slightly more than men is in financial services, around 2 cents (USD 0.02) more than men. 

Women in Kosovo make up around 20% of the labor force, representing the lowest work participation in the region. This results in a potential economic loss of 13% for the country and contributes to the gender wage gap. When women earn less, they have less money to invest in education and opportunities, which impoverishes life quality. The reasons for the existence of this income difference lie in the employment access barriers and gender roles experienced by women.

Causes for Gender Disparities

Workers perceive different salaries depending on their field of expertise. In Kosovo, women occupy fewer positions in higher revenue fields such as STEM and engineering, but dominate the education and healthcare fields. However, the higher income positions remain attributed to men. Women predominate in the working landscape in the sectors of public administration, education, health care, retail and wholesale trade.

These patterns directly contribute to the gender wage gap in Kosovo, as reflected in the results in national statistics and data analysis. This income gap exists largely due to the employment barriers and gender roles that limit women’s opportunities. The biggest one is child or adult care. Society establishes the role of women as primary carers, discouraging women from seeking employment and making them less productive for potential employers. Because they must balance childcare and work, many women turn to part-time jobs or unpaid household care, which increases their risk of poverty. This reinforces lower economic capacity and poverty risk.

Women in Kosovo experience higher rates of poverty compared to men. Female-headed households show higher poverty rates than male-headed ones, except in 2017. On an individual level, 18.9% of women lived in poverty, compared to 17.2% of men. While poverty declined during this period, the reduction was more significant for men, highlighting the economic vulnerability and persistent inequality faced by women in Kosovo.

Kosovo’s Program for Gender Equality 2020-2024

The Agency for Gender Equality (AGE) is a governmental body that promotes gender equality in the country. Together with the international support of the UNDP and the EU, it has created a strategic plan to eliminate these gender gaps in the country. The economic empowerment and social welfare measures addressed are central to driving change in the current economic situation.

The program wants to enhance women’s skills relevant to the labor market demands, especially in underrepresented fields. It introduces legal reforms to fight workplace discrimination, ensure equal parental leave and improve access to social services. Financial support and access to credit to foster women’s entrepreneurship. The legal system will strengthen gender equality laws and the state will demand regular progress tracking on improved employment conditions.

Evaluation Report

The AGE and the Prime Minister revealed the accomplished results of the four-year project on 21 October, 2024. The goals highlight women’s employment dropping from 29.7% to 17.2%. More than 12,000 women have received employment support, and 14,000 young people, 51% of whom are women, secured jobs through the Superpuna platform designed to connect job seekers with employers. Additionally, specific projects such as “Government for Families” helped provide allowances to nearly 60,000 future mothers, which allowed 100,000 women to open their first bank account.

Future Expectations

Kosovo has made significant progress by involving public institutions in the journey towards gender equality. International cooperation and support is crucial to guarantee success, and the strategies implemented offer potential for future change. Research shows that the incorporation of gender in national policies brings change to society. In the end, closing the gender wage gap in Kosovo will improve the economy and the life quality of a group that represents half of the global population.

– Sara Arias Saiz

Sara is based in Leipzig, Saxony, Germany and focuses on Business and Politics for The Borgen Project.

Photo: Wikipedia Commons

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The Gender Wage Gap in Haiti

The Gender Wage Gap in HaitiWomen in Haiti earn 20% to 30% less than their male counterparts. Additionally, they are more likely to be unemployed and less likely to have consistent jobs. In addition to the gender wage gap, women in Haiti face higher unemployment rates and fewer opportunities for stable, long-term employment. The challenges are even greater for women with children, as they are less likely to find work compared to women without children, further compounding their economic struggles.

Education

Education is a significant factor in women’s employment, as educated women are more likely to have jobs in higher positions. The literacy rate for women in Haiti is among the lowest in Latin America and the Caribbean, which plays a role in the gender wage gap in Haiti.

Child marriage and early childbirth are two major factors that prevent girls in Haiti from attending school or completing secondary education. Secondary education is essential for women to access higher-paying jobs, as simply finishing primary school is often insufficient to secure employment.

Textiles

Women dominate the textile industry in Haiti, which holds promise for creating more jobs and potentially higher pay for women. However, entry-level positions, predominantly filled by women, offer extremely low wages. Although two-thirds of the workers in the industry are women, higher-ranking positions are often occupied by men. Many women in textiles have limited education and face additional disadvantages due to the country’s low minimum wage, which further impacts their earning potential.

Unemployment During the Pandemic

There was a significant decrease in women’s employment during the pandemic. This is likely attributed to inequality in pay for domestic work. Data shows that most women did household chores like laundry, cooking, cleaning and caring for children. Only 35% of people surveyed said that the man and woman of the household shared these duties. Women-dominated fields, such as firms, were closed disproportionately during the pandemic, causing these women to work solely domestically.

Economic Factors

While a legal framework mandates equal pay, certain jobs, such as night shifts, dangerous roles and industrial positions, typically offer higher wages. However, women often do not have equal access to these opportunities. This creates a loophole that perpetuates the gender wage gap in Haiti. This disparity significantly contributes to unequal pay between men and women in the workforce.

Women in Haiti are entitled to only 12 weeks of paid leave, compared to the recommended 14 weeks, while men are granted just one week of paid leave. Additionally, women with children under 5 are less likely to participate in the workforce. This policy creates significant barriers to women’s full employment and career advancement.

Empowering Women

To address the gender wage gap in Haiti, the Food and Agriculture Organization of the United Nations (FAO) supported the Haitian Ministry of Women’s Affairs and Women’s Rights (MCFDF) through the project “Supporting the Government of Haiti for the Socioeconomic Empowerment of Rural Women.”

The project, which ran from January 2020 to December 2021, aimed to raise awareness among rural women about the importance of their roles and potential within their communities. It provided 1,200 women, organized into 15 associations, with both technical and financial support to help foster women’s freedom.

Summary

The gender wage gap in Haiti is driven by limited education, unequal job opportunities and systemic barriers, particularly for women with children. Despite legal frameworks for equal pay, women face significant challenges accessing better-paying jobs. However, initiatives like the FAO’s empowerment project provide valuable support, offering women the tools to improve their economic independence. Addressing these issues is crucial for reducing the gender wage gap and creating a more equitable society in Haiti.

– Ella Burke

Ella is based in Lawrence, KS, USA and focuses on Technology and Celebs for The Borgen Project.

Photo: Wikimedia Commons

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WEHAF Foundation: Knowledge is Power for Women in Tanzania

Women in tanzaniaThe women of the Maasai tribe in Arusha, Tanzania face extreme rates of poverty and violations of their human rights. Traditions and cultural norms perpetuate health risks and social injustice, diminishing their development and way of life. About 60% of women live in extreme poverty, on account of the unequal challenges they face.

These risks include Female Genital Mutilation (FGM), early marriages, vulnerable employment and unfit education on reproductive health. Indeed, as of 2016, 10% of women experienced the cultural practice of FGM. Furthermore, 35% of those women were under the age of 1.

WEHAF in Tanzania

Ensuring women in Tanzania have access to proper education and tools to fight economic and social issues was the deciding factor behind Widows Encouragement & HIV/AIDS Foundation (WEHAF). Founders Theresia Mollel and Silvia George are sisters who came together in 2016 to empower women of all ages to create a better life for themselves and their families.

WEHAF’s objectives include lobbying for human rights policy change, increasing psychosocial support services to victims of HIV/AIDS and women in need, providing legal assistance to these groups, etc. Further, most young women simply need educating on daunting practices like FGM and early marriage that propel them into adulthood. WEHAF holds workshops and open conversations surrounding FGM in Tanzania to get women equipped to overcome these hardships.

Unemployment

Along with human rights violations, these women lack the necessary resources to cultivate an adequate income. Women are more likely to participate in unpaid labor than men. The employment rate among women has dropped from 79% in 2005 to 72% in 2016.

Vulnerable employment rates, or informal work arrangements and fewer protections, have steadily stayed at a higher rate among women than men in Tanzania. In 2023, the vulnerable employment rate in women was 89.3%, with men at 77.8%. As this rate slowly decreases over time, WEHAF is building a New Mama Center to revive economic prosperity among Maasai women.

In December 2023, construction on WEHAF’s New Mama Center began in Moshono, a small suburb in Arusha, Tanzania. This facility will provide a more permanent care center for women and victims of HIV/AIDS. Furthermore, classes on menstrual hygiene practices are provided for an array of life skills that will set these women up for a successful future.

Success Story

From food packages to sewing classes, WEHAF has created real results that encourage the community in Tanzania to trust the process. One example of the sisters making an impact is through 63-year-old Aisha. She was an accomplished coal saleswoman, but after her leg was amputated, she could no longer invest in her business once the hospital bills came through. WEHAF provided two bags of coal and a food package to kick start her career again. Just one month later Aisha was flourishing once again.

The outreach programs graciously provided by WEHAF is proof that investing in the younger generation is highly important. There is a call to action regarding these women and children, through donations, volunteering or advocacy. The Mollel sisters and everyone fighting with WEHAF appreciate any efforts to break down barriers for women in poverty in Tanzania.

– Rachael Wexler

Rachael is based in Chicago, IL, USA and focuses on Good News and Global Health for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Tunisia: Challenges and Ongoing Solutions

Gender Wage Gap in TunisiaDespite significant progress in gender equality in Tunisia, women still face considerable wage disparities compared to their male counterparts. The Global Gender Gap Index reports Tunisia ranked 115th out of 146 countries, in 2024, with a parity score of 0.668, reflecting persistent gaps in economic participation and wage equality.

Although the country has made significant improvements since 2023, Tunisia has stalled in closing the gender wage gap. Tunisia is among the five countries with the largest gender pay gaps, alongside Sudan (82%), Algeria (81%), Egypt (79%) and Morocco (77%)​. As neighboring nations tackle similar issues, Tunisia risks falling further behind unless it takes bold action to address the root causes of wage inequality.

The Gender Wage Gap: A Persistent Issue

In Tunisia, as in many other countries, the gender wage gap is not simply a result of educational differences. Women in Tunisia are well-represented in education, particularly in higher education, with more women graduating than men in many fields. 

Despite higher literacy rates for females (79%) compared to males (72.2%), women remain underrepresented in higher-paying sectors. 

Women often work in traditionally lower-paying fields like teaching, health care and administrative roles, while men dominate more lucrative areas such as engineering and finance.

This occupational segregation results in women earning less than men in some sectors, even with similar qualifications, and being less likely to be hired. For instance, in the IT sector, women with the same credentials as their male counterparts are 15 % less likely to receive a callback from employers​.

Limited Leadership Opportunities

According to the World Bank, the country also faces a high degree of informal employment, Informal jobs tend to lack legal protections and social security benefits, intensifying economic insecurity for many women. Furthermore, women in Tunisia are significantly underrepresented in leadership positions, with only 26% of women holding middle and senior management roles​.

A combination of cultural norms, economic segregation and insufficient policies has influenced this, hindering women’s equal participation in the workforce. Tunisia also falls significantly behind in Political Empowerment scoring 0.216, reflecting a gender gap in political representation and leadership roles.

Women in Tunisia also face higher unemployment rates than men, with 20.61% of women unemployed compared to 13.6% of men. This is partly attributed to family and cultural pressures, especially in rural areas, where women are less likely to seek or pursue employment. As highlighted by the UN, women aged 15 and above spend 21.9% of their time on unpaid care and domestic work, compared to just 2.7% for men​.

Solutions

Several organizations and initiatives in Tunisia, such as UN Women, are actively working to address the gender pay gap and promote women’s economic empowerment. The UN Women office in Tunisia focuses on advocating for gender-sensitive policies and implementing programs to close the gender gap in education and employment. The UN Women: Strategic Note 2022–2025 focuses on three main pillars: 

  1. Enhancing women’s access to economic opportunities and decent work
  2. Fostering women’s political participation and leadership 
  3. Promoting women participation for peacebuilding and reconciliation

Key achievements in 2022 include:

  • Training 43 civil servants to implement gender-responsive budgeting frameworks that ensure government spending promotes equality.
  • Engaging 197 individuals in research to empower women and foster resilient communities in southern Tunisia.
  • Equipping 62 specialized units with better tools to investigate crimes against women and support survivors.

One initiative focuses on providing rural women with skills to enhance their participation in the labor market. The program addresses barriers like unsafe transportation, limited childcare and inadequate workplace safety, enabling women to access better opportunities.

The program, part of a broader UN effort to close gender gaps under the Sustainable Development Goals (SDGs), worked closely with national and local governments to advocate for safer and more equitable workplaces fostering policy advocacy and community engagement.

While detailed numbers of beneficiaries are not yet available, the approach emphasizes systemic change by integrating gender equality into national policy and budgeting. 

Looking Ahead

Tunisia has made progress in education and health, but women continue to face significant challenges, including wage disparities, higher unemployment rates, and disproportionate time spent on unpaid labor. Initiatives like the UN Women Strategic Note 2022–2025 tackle these issues by promoting economic opportunities, advocating for gender-responsive policies, and addressing key barriers such as unsafe transportation and childcare. These efforts, combined with policy reforms, aim to close the gender gap and ensure women achieve greater empowerment in Tunisia.

– Arianna Distefano

Arianna is based in London, UK and focuses on Politics for The Borgen Project.

Photo: Flickr

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Gender and Ethnic Wage Gaps in Ecuador

Gender and Ethnic Wage GapsGender inequality in the labor market manifests itself in many ways, not only regarding salary differences but also often involves women working longer hours in more informal sectors and engaging in higher levels of unpaid work. Despite not being one of the most underperforming Latin American states addressing the gender pay gap, Ecuador was ranked 89th out of 186 countries for gender inequality by the Human Development Index in 2012. This highlights that there is still work to be done to improve opportunities and benefits afforded to women in the workplace.

The Gender Wage Gap

In Ecuador, female workers earn between 13-26% less than men, with women in rural parts of the country estimated to work around 23 hours longer a week than their male counterparts. Women are also more commonly involved in “vulnerable” employment, working without formal arrangements or protections. They are, therefore, reliant on the economy doing well to stay in their job and are more likely to end up in poverty. Since the ’90s, the proportion of women employed in such employment in Ecuador has increased to 61.1%, compared to 43.5% of men, higher than the Latin American average.

Additionally, there is an invisible side to this gender wage disparity. According to data from the Household Satellite Account, “in 2014, unpaid work performed by women in Ecuador represented 15% of GDP.” Thus, the gender wage gap in Ecuador is much more than just differences in earnings; it is the quality of the work and conditions available to women. These gendered differences within the labor market intersect with racial and ethnic discrimination, making life especially difficult for minority women.

Ethnic Wage Gap

Ecuador’s population is diverse, with 1.1 million indigenous citizens from 14 nationalities. Throughout its history, similar to other countries with large Indigenous populations, these groups have suffered marginalization and discrimination. This has significantly impacted the relative prosperity and quality of life of indigenous people. In Ecuador, ethnic wage gaps are considerably higher than gender ones, with Indigenous citizens receiving only 33% of nonindigenous workers’ salaries.

Regarding opportunities, Indigenous people are two to three times less likely to be in stable, specialized careers in countries like Ecuador, where large Indigenous communities live in urban areas. When the gender pay gap intersects with these profound ethnic ones, this inequality becomes even more pronounced, especially for Indigenous women. These groups not only suffer from gender wage gaps but are put at an even more significant disadvantage in comparison to their nonindigenous female counterparts due to racial inequalities. Also, many Indigenous women live in rural areas of Ecuador, meaning they are also affected by the differences in rural and urban working opportunities and conditions.

Addressing Gender and Ethnic Wage Gaps in Ecuador

The Ecuadorian Constitution has attempted to address gender equality, committing itself to eliminating discrimination against women and creating a National Council of Women (CONAMU) focusing on policy directly related to women’s issues. Legislation such as the Law for Equal Pay between Women and Men has obliged employees to pay equal wages to male and female workers in the same jobs. Similarly, the Law to Promote the Violet Economy has expanded on this to promote female participation in sectors where they are often underrepresented.

The government passed an additional gender parity law in 2020, setting quotas to encourage increased female participation in election candidate lists and address the gender imbalance within the government. In 2021, this quota was set at 15% and increased to 30% in 2023. The government hopes that gender parity for electoral candidates will be reached by 2025. These diversity requirements have shown promising progress thus far, with women making up 46.9% of the candidates in the February 2024 subnational elections.

The United Nations (U.N.) has also made significant progress in expanding education provision for women and girls and encouraging female participation in elections. U.N. Women have worked alongside the United Nations Office For Project Services (UNOPS) to develop initiatives to help “national and local administrations incorporate a gender perspective” in the public sector.

This will ensure that the specific needs of women and girls are being addressed across different government sectors to bring Ecuador closer to meeting the U.N. Sustainable Development Goals. The organization has also promoted monetizing unpaid care responsibilities to recognize the additional labor women carry. If this proposal were to come to fruition, it would have significant benefits for Ecuadorian women, who in 2012 carried out around 40 hours of unpaid domestic work a week on top of other work commitments.

Final Remark on Wage Gaps in Ecuador

Despite Ecuador making great strides in improving the gender wage gap, not much is being done to tackle the profound ethnic wage gap that is disadvantageous and limiting ethnic minorities (especially Indigenous people). To ensure that all women earn a fair wage for their work and are valued as much as their male counterparts, addressing this ethnic pay gap alongside gender is crucial. Otherwise, indigenous women and those from other ethnic minorities will be left behind.

– Ciara Howard

Ciara is based in Brighton, UK and focuses on Good News and Global Health for The Borgen Project.

Photo: Pixabay